The Diploma thesis a case study monitors the process of implementing supervision in a specific medical institution that cares for vulnerable children up to three years of age. The aim of the change is to create a space for self-reflection for the employees of the organization, to support the learning process and the change. In the context of the transformation of foster care, the aim of this thesis is to support resilience when coping with change and to facilitate an open dialogue between the management and employees. The theoretical part of the thesis is focused on the definition and explanation of the related terms. I present the ethical aspects of the case study and the methodology in the empirical part of the thesis. It is followed by data analysis, a description of the change process, an assessment of the organization's input status prior to the implementation of the change, and an evaluation of the organization's statut nine months after the change was introduced.

The principle of this thesis is the characterization of social worker professional development in general as well as focusing on the asylum house. In the theoretical part there are described characteristics of the social worker professional role (the personal and professional assumptions). In addition, this section deals with professional development at the individual level and at the level of organization, training in social work practice, supervision, and in particular the possibilities of professional development asylum house staff. The practical part represents the research carried out by means of a questionnaire probe in the asylum houses in the three regions in the Czech Republic. Its purpose was to determine the current professional development asylum house staff.

Bien que les femmes aient toujours fait partie des composantes de la main-d’oeuvre d’une entreprise et y jouent toujours un rôle prépondérant, il faut dire que, dans les postes décisionnels, elles ont été considérablement sous-représentées. La barrière entre cadres intermédiaires et cadres supérieurs, baptisée le « plafond de verre », est aujourd’hui, presque aussi infranchissable qu’il y a 20 ans, quand une multitude de femmes diplômées sont entrées dans le monde des affaires. L’objet de cette recherche vise à identifier pourquoi le taux des femmes présentes dans les instances de haute direction des banques libanaises reste-t-il si minime. La présente étude va consister à analyser la corrélation entre les aspirations professionnelles des femmes, leur ambition d’accéder aux plus hauts échelons de l’entreprise et le phénomène du plafond de verre. Par ailleurs, cette étude va approfondir l’examen des styles de leadership adoptés par les femmes et mesurer l’impact du style adopté sur la progression réalisée dans la carrière choisie. Nous prendrons l’exemple du Moyen-Orient et particulièrement du Liban où le secteur bancaire est soucieux de réduire les inégalités professionnelles. Cependant les différenciations entre hommes et femmes persistent. De multiples facteurs, certains explicites, telle la formation ou la mobilité, d’autres plus implicites, comme les horaires de travail ou la maternité, semblent se combiner et se renforcer mutuellement pour expliquer des évolutions de carrière moins favorables chez les femmes. Un questionnaire à choix fermé a été diffusé sur un site Web sécurisé à des femmes cadres dans 6 banques opérant au Liban afin de déterminer la relation entre les variables dépendantes et indépendantes relevées. Les hypothèses ont été validées déterminants ainsi divers facteurs qui affectent l’existence du plafond de verre. / Women have always been an inherent part of the workforce. They have been playing a fundamental role throughout history; however, they have been considerably underrepresented in top management positions. The existent barrier between middle and top management positions entitled “Glass Ceiling” remains almost as impassable as it has been 20 years ago, even though the number of educated women who have entered the labor market has substantially increased. The purpose of this research is to identify why the number of women in the top management positions of the Lebanese banks remains minim. As such, the primary object lies in analyzing the correlation between the aspiration and ambition of women to access the highest levels in the organization’s hierarchy and the glass ceiling phenomena. Moreover, this study focuses on the leadership styles adopted by these women; it aims at measuring the impact of the adopted style on the hierarchical advancement in the chosen career. In Lebanon, the banking sector is eager to reduce professional discrepancies; however, these gaps remain existent between men and women. Several factors, some of which are explicit – such as training & development and mobility, others implicit such as the working schedules and the maternity leaves, interact and interrelate to explain the less favorable career paths that women face. A close-ended questionnaire has been communicated throughout a secured website to middle management women in 6 banks operating in Lebanon in order to determine the relationship between the identified dependant and independent variables. The hypothesis statements were accepted as true; stipulating that several factors affect the perpetuity of the glass ceiling.

Svensk fotboll har en starkt rotad föreningskultur som bygger på ideellt engagemang,amatörmässiga ideal och demokrati. Under lång tid har dock fotbollen i stort genomgått enkommersialiseringsprocess där elitfotbollen allt mer styrs som företag och ekonomi blir alltviktigare. Detta har skapat en debatt kring 51-procentsregeln som hindrar privata investerare från attköpa upp svenska klubbar. Supportrarna värnar om denna regeln och under tidigt 10-tal var fråganom en avreglering uppe i Riksidrottsförbundets stämma men supportrarna protesterande och regelnblev kvar.Supportrarnas åsikt i frågan framkommer därmed tydligt vilket leder oss in på vårt syfte. Vi vill tareda på hur ledande organisationer inom svensk fotboll och svenska elitfotbollsklubbar ser på densvenska föreningskulturen och den svenska föreningsstrukturen, samt vad de anser att de finns förkonsekvenser med att ha kvar respektive häva 51-procentsregeln. För att genomföra studien har detgjorts totalt sju stycken intervjuer, med fem klubbchefer i svenska elitfotbollsklubbar och envardera med representanter från Riksidrottsförbundet och Svensk Elitfotboll.Studien har gett oss tydliga svar på vad dessa respondenter har för åsikter kring den svenskaföreningskulturen och 51-procentsregeln men även kring den svenska fotbollsstrukturen. Detframkommer i studien kritik till den svenska strukturen och även hanteringen av pandemin ochflertalet respondenter kräver förändringar. Studien hoppas kunna bidra med att vara ett underlag försådana eventuella förändringar samt hoppas vi, kunna öka förståelsen för olika aktörers perspektiv ihögst aktuella frågor. / Swedish football has a strongly rooted club culture based on non-profit involvement, amateurishideals and democracy. During a long time, however, football has largely undergone acommercialization process in which elite football is increasingly controlled as a company and theeconomy is becoming increasingly important. This has created a debate about the 50+1 rule thatprevents private investors from buying Swedish clubs. The supporters care about this rule andduring the early 10s the question of a deregulation was up in the Swedish Sports Confederationsmeeting but the supporters protested and the rule remained.The supporters' opinion on the issue is thus clear, which leads us into our purpose. We want to findout how leading organizations in Swedish football and Swedish elite football clubs view theSwedish club culture and club structure, as well as what consequences they believe exist ofretaining and removing the 50+1 rule, respectively. To conduct the study, a total of seven interviewswere conducted, with five club managers in Swedish elite football clubs and one each withrepresentatives from the Swedish Sports Confederation and Swedish Elite football.The study has given us clear answers to what opinions these respondents have about the Swedishclub culture and the 50+1 rule, but also about the Swedish football structure. The study revealscriticism of the Swedish structure and also how the pandemic has been handled and mostrespondents demands changes in the structure. The study hopes to be able to contribute as a basisfor such possible changes and we hope, to be able to increase the understanding of different actors'perspectives on highly current issues.

This dissertation originates in research project Potřeby a podpora pracovníků poskytujících paliativní péči v hospicích (FHS_P19_2014_068) (Paliative Hospices Care Staff Needs and Support) which was implemented in 2015. The dissertation deals with needs of hospices staff. These are derived from demands and requirements placed on the staff and correlate with their workload. I express management strategies and attitudes related to staff support. In the theoretical part of the dissertation I survey organization culture and ways and means of staff care. One of the care forms may be supervision. I⁠ focus on its possible form (shape) and supervisor's function. The empirical part of the dissertation is based on the research performed in two hospices. I focus on facility description and provided care. It is based on conversations with staff and management of these facilities. I try to depict the way management views the staff support, demanding situations they are exposed to and their idea of management support. Last but not least I⁠ focus on the supervision area, the way the staff perceives it, to what extent they see it as a contribution (benefit) and what do they expect of it. Powered by TCPDF (www.tcpdf.org)

This diploma thesis deals with the role, position and profession development of quality managers in the social service of personal assistance. It describes the emergence of this role in the context of the development of legislation in the Czech Republic and its changes after the entry into force of Act No. 108/2006 Coll. on social services, which regulates their provision. It reveals the importance of the quality manager's role in the personal assistance service from the point of view of its directors, social and management staff and quality managers, in context with the requirements for its fulfilment. Based on interviews with participants, the research identifies the role of the quality manager as a "quality teacher", a "motivator" and a "protector". The author also briefly deals with the stories of quality managers and their experience from methodological practice. Furthermore, the research shows the possibilities of grasping the quality manager's position in the organization, the preconditions for its fulfilment and aspects of the organization's culture, which have an influence on the fulfilment on the role of quality manager. Based on the research, the author further identifies problems which the participants face practice, namely: setting the position of the quality manager, introducing...

Organizations that adopt digital innovations are facing a digital transformation, which can cause complications if not implemented in a systematic and methodical way. Due to Covid-19 organizations have had to adapt their work structure to enable personal to work from home to ensure the health of staff and customers. Covid-19 also forced organizations to accelerate their digital transformation which have led to a stressful implementation of new technology. An accelerated transformation can result in minimal effects which in turn results in failure and the organization can suffer the loss of assets, skills, and income. This case study aims to investigate how an organization in the Swedish bakery market has handled an accelerated digital transformation due to external pressure from Covid-19. Also, the study aims to investigate which relationship in the model T-O-E has the greatest impact on the organization’s technology adaptation. Seven hypotheses and one null hypothesis were generated based on theory and previous research. To answer these, a web-based quantitative survey was conducted consisting of 59 questions, measuring 18-character traits, which in turn examine five dimensions, (1) the digital transformation process, (2) individual impediments, (3) the organization’s obstacles and opportunities as well as the competence and incompetence imbedded in the organization, (4) perceived usability and user-friendliness and (5) Covid-19. The questionnaire was then analysed to find mean, standard deviation, percentage, and correlation. The result show that the company has successfully accomplished the transformation and this despite that all theory goes against this accomplishment, and sates that an accelerated digital transformation would result in failure. Furthermore, the result show that external pressures (in this case Covid-19) in T-O-E had the greatest impact on the organization's success and was the reason that the implementation succeeded without major complications. It turned out that the degree of complexity of the technology played a big role in the company's success. Because if the technology had maintained a greater degree of complexity, the company would probably not have been as successful. In conclusion, the factor Organization played a crucial role in the adoption of the technology, because the management despite a forced accelerated digital transformation managed to generate a smart leadership and an ideal culture, that caused most of the staff to experience the transformation positively. The study shows that companies do not need strategic analysis to be successful in a transformation, but on the other hand, a threefold symbiosis of technology, organization & Covid-19 is required to succeed with a forced accelerated transformation. / Organisationer som anammar digitala innovationer står inför en digital transformering, vilket kan ge upphov till komplikationer om det inte införs på ett systematiskt och metodiskt sätt. På grund av Covid-19 har organisationer fått anpassa sin organisation till arbeta hemifrån, för att säkerställa personalens och kunders hälsa. Detta har lett till att organisationer stressar med transformeringen vilket kan leda till att effekten blir minimal, som i sin tur resulterar i ett misslyckande och organisationen går miste om tillgångar, kompetens och intäkter. Denna studie syftar till att undersöka hur en organisation inom den svenska bagerimarknaden har hanterat en accelererad digital transformering på grund externa påtryckningar från Covid-19 och till att undersöka vilket förhållande i modellen T-O-E (technology-organization-environment) som har störst inverkan på organisationens framgång i transformationen. För att uppnå syftet skapades sju hypoteser och en nollhypotes utifrån teori och tidigare forskning. För att besvara dessa hypoteser och samla in data genomfördes en webbaserad kvantitativ enkät som bestod av 59 frågor, som mäter 18 karaktärsdrag, som i sin tur undersöker fem dimensioner, (1) den digitala transformeringsprocessen, (2) individuella mot-och medgångar, (3) organisationens hinder och möjligheter samt kompetens och inkompetens, (4) upplevd användbarhet och användarvänlighet och (5) Covid-19. Sedan analyserades enkäten för att hitta medelvärden, standardavvikelser, procentsatser och samvariationer. Resultatet visar att företaget har på ett framgångsrikt sätt lyckats med transformeringen och detta trots att all teori tyder på att en accelererad digital transformering inte skulle uppnå önskvärda resultat. Vidare visar resultatet att externa påtryckningar (i detta fall Covid-19) i T-O-E hade störst inverkan på organisationens framgång och medförde att implementeringen genomfördes utan större komplikationer. Det visade sig att teknikens grad av komplexitet spelade en stor roll i företagets framgång. Detta eftersom om tekniken hade erhållit en större grad av komplexitet hade troligen företaget inte varit lika framgångsrikt. Avslutningsvis spelade faktorn organisation en avgörande roll i adoptionen av tekniken, eftersom ledningen trots en påtvingad accelererad digital transformering lyckades generera ett smart ledarskap och en idealisk kultur som medförde att majoriteten av personalen upplevde transformeringen positiv. Studien visar att företag inte behöver strategiska analyser för att vara framgångsrika i en transformering men däremot krävs det en trefaldig symbios av teknologi, organisation & Covid-19 för att lyckas med en påtvingad accelererad transformering.

Masters thesis based on extensive research on different forms of supervision organizations in seven organizations providing social services to prevent, try to define this type of supervision and generalize some of his characters. Data on supervision in the organization was obtained by questionnaire survey and interviews with managers of the organization. As part of the research was further investigated by questionnaire survey of participating organizations, culture and searched for possible relationship between the implementation the supervision organization and levels of organizational culture. Empirical and theoretical part of this thesis is directed to the final discussion on supervision in the organization as an instrument of management development and change in organizations. KEY WORDS supervision organizations, culture of organization, reflection organization culture, development and chase management, strategic management, project management, couching, tools in phases changes

The dissertation deals with the management culture of a construction company in connection with the new roles that are introduced in the Czech Republic (CR), especially after it became a member state of the European Union. In the introduction to the dissertation, two hypotheses are proposed. In the following theoretical part, it deals with the first general definition of corporate culture and ethics linked to the quality of work and new roles. In order to understand these difficult times, which are characterized by various types of crises, an analysis of the construction industry is made. Next, a description of the legislative developments in the CR is made and the influence of computer technology in construction management is marginally mentioned. It’s implementing the new technology that has an increasing impact on the organization and quality of work. The ability to use computer technology has in essence become a measure of the level of development of the management culture in the given construction company. The main theoretical part defines the roles in question, including their historical development, origin and the cause of their occurrence in both the CR and the neighboring countries.